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This paper aims to propose a new adaptive strategy for two-dimensional (2D) nonlinear finite element (FE) analysis of the minimal surface problem (MSP) based on the element energy projection (EEP) technique.

By linearizing nonlinear problems into a series of linear problems via the Newton method, the EEP technique, which is an effective and reliable point-wise super-convergent displacement recovery strategy for linear FE analysis, can be directly incorporated into the solution procedure. Accordingly, a posteriori error estimate in maximum norm was established and an adaptive 2D nonlinear FE strategy of h-version mesh refinement was developed.

Three classical known surfaces, including a singularity problem, were analysed. Moreover, an example whose analytic solution is unavailable was considered and a comparison was made between present results and those computed by the MATLAB PDE toolbox. The results show that the adaptively-generated meshes reflect the difficulties inherent in the problems and the proposed adaptive analysis can produce FE solutions satisfying the user-preset error tolerance in maximum norm with a fair adaptive convergence rate.

The EEP technique for linear FE analysis was extended to the nonlinear procedure of MSP and can be expected to apply to other 2D nonlinear problems. The employment of the maximum norm makes point-wisely error control on the sought surfaces possible and makes the proposed method distinguished from other adaptive FE analyses.

The purpose of this research is to examine how firms can build collective organisational citizenship behaviour towards the environment (OCBE) from green human resource management (GHRM) practices. The study tests how the three main aspects of GHRM, namely green abilities, green motivation and green opportunities, give rise to the enablers of green culture (EGC). The study further tests how each of the EGC (leadership emphasis, message credibility, peer involvement and employee empowerment) leads to the development of OCBE at the organisational level of analysis.

Data were collected from Taiwanese manufacturing companies with a target of departmental heads. The authors managed to get 284 valid responses and analysed the data using path analysis on Stata12.

The study findings suggest that GHRM practices that include developing green abilities, green motivation and green opportunities support the development of the EGC. The EGC include leadership emphasis, message credibility, peer involvement and employee empowerment. It was, however, found that green abilities do not support the development of message credibility. It was further found the EGC lead to the development of collective OCBE except for peer involvement.

The authors propose an original concept of EGC in the context of Taiwanese manufacturing firms. This paper is amongst the pioneer papers to test the OCBE at organisational level. The authors also develop an integrated conceptual framework upon which firms can use in order to build OCBE at organisational level. Previous studies have examined OCBEs at employee/individual level.

Human resource management (HRM) processes are increasingly artificial intelligence (AI)-driven, and HRM supports the general digital transformation of companies' viable competitiveness. This paper points out possible positive and negative effects on HRM, workplaces and workers’ organizations along the HR processes and its potential for competitive advantage in regard to managerial decisions on AI implementation regarding augmentation and automation of work.

A systematic literature review that includes 62 international journals across different disciplines and contains top-tier academic and German practitioner journals was conducted. The literature analysis applies the resource-based view (RBV) as a lens through which to explore AI-driven HRM as a potential source of organizational capabilities.

The analysis shows four ambiguities for AI-driven HRM that might support sustainable company development or might prevent AI application: job design, transparency, performance and data ambiguity. A limited scholarly discussion with very few empirical studies can be stated. To date, research has mainly focused on HRM in general, recruiting and HR analytics in particular.

The four ambiguities' context-specific potential for capability building in firms is indicated, and research avenues are developed.

This paper critically explores AI-driven HRM and structures context-specific potential for capability building along four ambiguities that must be addressed by HRM to strategically contribute to an organization's competitive advantage.

The paper examines research fronts in the areas of innovation and human resource management (HRM), specifically integrates them and offers potential for interesting, exciting and important research for scholars in the People's Republic of China and around the world. The paper aims to identify those roles and encourage researchers to consider pursuing them in Chinese HRM research.

The paper takes the form of a literature review.

It appears that virtually all countries and firms around the world today want to and need to become more innovative. Fortunately there are many aspects of HRM that can play important roles in fostering and facilitating innovation. The paper identifies a number of critical areas for research on the topic of Chinese HRM and innovation. These include HRM policies and practices clusters, types of innovation strategies and goals, organizational design, ownership types, stages of innovation, intervening mechanisms, and cultural differences. Associated methodological approaches are also critical to fruitful research.

This essay presents research opportunities and related complexity in investigating Chinese HRM and innovation on a number of research fronts.

This paper aims to provide new evidence that corporate site visits give institutional investors better opportunities to obtain information and exert monitoring powers, which reduce listed firms’ earnings management.

This paper explores how private communications affect firms’ earnings management by using a sample of institutional investors’ visits to the corporate sites of Chinese listed firms between 2010 and 2018. This study uses the performance-matched Jones model (Kothari et al., 2005) to measure accrual-based earnings management and Roychowdhury’s (2006) method to measure real earnings management. The authors also perform several robustness checks including an alternative measure of accounting accruals, a two-stage instrumental regression and the Heckman two-step approach.

Using a sample of institutional investors’ site visits to Chinese listed firms during the 2010–2018 period, this study finds that institutional investors’ site visits reduce listed firms’ earnings manipulation activities (both accrual-based and real). This association is robust to several checks, including an alternative measure of accounting accruals, a two-stage instrumental regression and the Heckman two-step approach. This study further documents that other private communication approaches such as private in-house meetings and conference calls moderate the effect of site visits.

As the Shenzhen Stock Exchange is one of the few stock markets to mandate that listed firms record and disclose their private communication information, this study also has implications for researchers and policymakers who work in other stock markets.

To the best of the authors’ knowledge, this study is the first comprehensive study of the impact of private communications on earnings management. This study extends the earnings management literature by examining institutional investors’ information acquisition process and revealing a negative association between their site visits and listed firms’ earnings management. Moreover, this study examines the effects not only on traditional accounting accruals but also on real earnings management. In addition to studies that emphasize the effect of corporate site visits on individuals and market reactions, this study examines the effect of site visits on firms’ financial misbehavior. This study shows that institutional investors’ corporate site visits provide external monitoring that mitigates listed firms’ earnings management behavior.

This study investigates the impact of network positions on inter-team conflicts and project success in megaprojects.

Network position is measured with centrality and structural holes. Substantive conflict and affective conflict reflect inter-team conflicts. A questionnaire survey was implemented in Chinese megaprojects, and 309 valid questionnaires were collected. The data were analyzed using structural equation modeling and bootstrapping methods.

The results show that centrality negatively impacts project success, while the presence of a team in a structural hole has no significant impact on project success. Centrality is negatively related to substantive conflict and is positively related to affective conflict. The team in a structural hole has a positive effect on substantive conflict and a negative effect on affective conflict. Substantive conflict and affective conflict have positive and negative effects on project success, respectively. The effect of network position on project success is mediated by inter-team conflict.

This research provides a reference for megaproject managers to better conduct network governance, manage inter-team conflict, and successfully manage projects. The study did not investigate the effects of changes in teams' network positions on project success. Future research should explore this facet of megaprojects.

This research adds to existing research on network position, and reveals that project network governance is important for megaproject success. This provides a new direction for megaproject management. Furthermore, the results validate constructive and non-constructive roles and the mediating role of inter-team conflict. This complements the literature on conflict management, providing a reference for megaproject managers when managing inter-team conflict.

Culture and institutions are among the essential sources of comparative advantage in international trade and may influence a country's FDI influx. This paper aims to analyze the impact of cultural distance (CD) and institutional distance (ID) on the efficiency of China's outward foreign direct investment (OFDI) for the panel of 43 countries during 2003–2016.

The stochastic frontier approach (SFA) has been incorporated into the standard gravity model of gravity Kalirajan, 1999; Ravishankar and Stack, 2014). SFA has traditionally been implemented to evaluate the production frontier as the highest yield that could possibly be generated from specified input levels. The production process is viewed to be fully efficient if the real output is performed at frontier level. Otherwise, the production process is assumed technically inefficient, which implies potential scope for enhanced output. This error term is split into two parts, a non-negative term and more standard asymmetrical term. The former identifies inefficiencies in production, while the latter retrieves random disorders

The outcomes assert a U-shaped relationship between CD and the efficiency of China's OFDI. Put differently, when the CD is minimal, the “liability of foreignness” (LOF) effect plays a dominant role; and CD tends to reduce the efficiency of China's OFDI. On the flip side, when the culture distance is greater than a certain threshold level, the “advantages of foreignness” (AOF) effect plays a predominant role, and CD improves the efficiency of China's OFDI. Institutional distance results in the “LOF” effect significantly reduce the efficiency of China's OFDI.

Notwithstanding these contributions, our study has some limitations which offer directions for future research. The major limitation of this research work is the availability of comprehensive data for a well extended time, in particular for the variable of CD. Further, a firm-level study can shed light on the motivations and performance of China OFDI. Finally, given that our analysis focuses on emerging market multinational enterprises (EMNEs) from China, the findings might not be explicitly generalizable to MNEs from other developing countries. Future studies should concentrate on the comparative study of China's OFDI with other developing countries, to deepen our understanding of the effects of ID and CD on the efficiency of OFDI.

(1) The work is novel in nature as the authors attempt to explore the effect of ID and CD on efficiency of Chinese FDI. To the best of the authors’ knowledge, no research is conducted in this direction in terms of Chinese FDI. (2) Further, the prior studies employed standard gravity model, which may not correctly evaluate the trade potential viewed as the highest potential value. To overcome the shortcomings of the standard gravity model in estimation of the trade performance and efficiency, the SFA has been incorporated into the standard gravity model of gravity.

This study aims to address and observe the positive side of perceived overqualification (POQ) on employee knowledge sharing (KS) and career planning. Role identity theory highlights that an employee’s POQ is related to employee career identity in a positive way.

The hypotheses were supported by a time-lagged examination of 277 supervisor–subordinate dyads working in the corporate sector.

The findings state that a person’s career identity is associated with increased KS and career planning. Furthermore, the effect of overqualification on KS and career planning was predicted to be mediated by career identity. Using an interactionism mechanism, this study indicated that this mediation is moderated by leader humility. The career identities of overqualified employees are elevated when a humble leader supports them. The results suggest that, when handled appropriately, POQ may benefit both employees and organizations.

The implications of these results are examined theoretically and practically. Moreover, the findings of this study will open new avenues for scholars and practitioners in the field of organizational behavior and human resource management.

The study examined the positive side of POQ and its effect on employees’ career outcomes and KS attitudes. This study is among the first empirical studies to examine career outcomes and KS behavior due to POQ.

The ecological environment of the Loess Plateau, China, is extremely fragile under the context of global warming. Over the past two decades, the vegetation of the Loess Plateau has undergone great changes. This paper aims to clarify the response mechanisms of vegetation to climate change, to provide support for the restoration and environmental treatment of vegetation on the Loess Plateau.

The Savitsky–Golay (S-G) filtering algorithm was used to reconstruct time series of moderate resolution imaging spectroradiometer (MODIS) 13A2 data. Combined with trend analysis and partial correlation analysis, the influence of climate change on the phenology and enhanced vegetation index (EVI) during the growing season was described.

The S-G filtering algorithm is suitable for EVI reconstruction of the Loess Plateau. The date of start of growing season was found to gradually later along the Southeast–Northwest direction, whereas the date of the end of the growing season showed the opposite pattern and the length of the growing season gradually shortened. Vegetation EVI values decreased gradually from Southeast to Northwest. Vegetation changed significantly and showed clear differentiation according to different topographic factors. Vegetation correlated positively with precipitation from April to July and with temperature from August to November.

This study provides technical support for ecological environmental assessment, restoration of regional vegetation coverage and environmental governance of the Loess Plateau over the past two decades. It also provides theoretical support for the prediction model of vegetation phenology changes based on remote sensing data.